Elizabeth Whitener’s Post

🌟 Exciting News! 🌟 I just landed my dream job, and I couldn’t have done it without Wellfound! 🚀 Looking for your next big career move? 🌐 Wellfound is the go-to platform for connecting with top startups and innovative companies. It’s not just about finding a job; it’s about finding the right job that matches your skills, passion, and values. Here’s why I loved it: Personalized Job Matches 🎯: Tailored recommendations that align with your career goals. Direct Applications 💼: Apply directly to companies and get noticed faster. Inside Scoop 🕵️♂️: Get insights into company culture, values, and teams before you even apply. 🔗 Check it out and start your journey to a fulfilling career today! Find your next job on Wellfound - I did! https://lnkd.in/gbvwKzKq #CareerSuccess #JobSearch #DreamJob #Wellfound #NextBigStep

Hiring the perfect candidate isn’t always what it seems. Imagine you find that unicorn candidate, they check every box. They have the skills, experience, and talent. They’re smart, capable, and can hit the ground running without any delays or training. A finished product. But a few days in, the cracks start to show. They’re toxic, causing friction, undermining colleagues, and hurting your culture. You’ve invested time, money, and effort, only to see it all go to waste. Now what? You have no choice but to let them go. Now, consider this: you hire someone who fits your culture. They may not have every skill just yet, but they’re eager to learn, grow, and support their team. They fit right in, lift others up, and everyone loves working with them. You invest time and money, and this time, you see the ROI. Skills are gained, experience is built, and they become one of your company’s greatest assets. That’s why cultural fit trumps skills fit every time. Skills can be taught; a positive impact on culture cannot. #hiring #companyculture #recruitment

Hiring for your startup's senior positions can be a high-wire act It's not just about filling a vacancy; It's about ensuring the future of your venture! It’s therefore important to avoid as many pitfalls as possible when hiring To save money and time And make sure you get the right person who will help your vision thrive! Take a look at my three top tips for hiring for senior positions 👇 #seniorhiring #hiring #hiringprocess

Hiring Wisdom for Founders!!! When building your team, beware of two potential pitfalls: 1. Volunteers: Avoid relying on unpaid team members, especially in critical roles. 2. Entrepreneurs: Steer clear of hiring entrepreneurs as full-time team members. Why? - Volunteers lack accountability and commitment. - Entrepreneurs may prioritize their own ventures over your project. Best Hires - Individuals passionate about their work. - Professionals seeking long-term growth. Critical Roles - Marketing teams require skilled, well-compensated professionals. - Main team members should be paid employees, not volunteers. Volunteer Roles - Intel or research support. - Sideline contributors, not core team members. Note - Pay your team well to ensure dedication. - Prioritize skilled professionals for critical roles.

You don’t need a unicorn—you need someone willing to learn and grow. 🦄 Hiring When it comes to hiring, there's a myth that continues to circulate: the need for a 'unicorn' candidate - someone who ticks every box on an extensive list of requirements. Unicorns are great for fairy tales, not for business. What you truly need is someone with potential, a willingness to learn, and the drive to grow. Hiring is about finding someone who aligns with your company's values and goals. It's about investing in potential, not perfection. Let's redefine what makes a candidate truly valuable. Are you ready to find your next great hire? #Hiring

𝟗 𝐌𝐮𝐬𝐭-𝐊𝐧𝐨𝐰 𝐇𝐢𝐫𝐢𝐧𝐠 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐒𝐭𝐚𝐫𝐭𝐮𝐩𝐬 Hiring the right tech talent is a challenge every startup faces. Struggling to identify key roles? Attracting top talent? Making quick, informed decisions? Here’s how to navigate these hurdles and build a team that drives your startup forward. 𝟏. 𝐇𝐢𝐫𝐞 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐭𝐡, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐈𝐦𝐦𝐞𝐝𝐢𝐚𝐭𝐞 𝐍𝐞𝐞𝐝𝐬 Don't just fill seats. Think long-term. Hire for roles that fuel growth and innovation. 𝟐. 𝐂𝐫𝐚𝐟𝐭 𝐊𝐢𝐥𝐥𝐞𝐫 𝐉𝐨𝐛 𝐃𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 Be clear and precise. Highlight the skills you need and what makes your culture unique. Attract tech pros who fit your vibe. 𝟑. 𝐓𝐚𝐩 𝐈𝐧𝐭𝐨 𝐌𝐮𝐥𝐭𝐢𝐩𝐥𝐞 𝐂𝐡𝐚𝐧𝐧𝐞𝐥𝐬 Job boards, social media, and niche platforms are the norm. But Technicorns can make this super easy by connecting you with pre-vetted, high-intent candidates. Attend industry events. Build and leverage your network. 𝟒. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐀𝐈 𝐟𝐨𝐫 𝐒𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠 Save time and energy. Let AI shortlist candidates so you can focus on those who truly fit your needs. 𝟓. 𝐒𝐞𝐥𝐥 𝐘𝐨𝐮𝐫 𝐕𝐢𝐬𝐢𝐨𝐧, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐭𝐡𝐞 𝐉𝐨𝐛 Top talent wants more than a paycheck. Share your mission. Offer perks like equity, remote work, and growth opportunities. 𝟔. 𝐒𝐩𝐞𝐞𝐝 𝐔𝐩 𝐘𝐨𝐮𝐫 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 Set clear timelines. Use collaborative tools to keep things moving. Don’t let great candidates slip away. 𝟕. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 Keep them engaged. Communicate clearly and promptly. Make applying easy and feedback quick. 𝟖. 𝐎𝐧𝐛𝐨𝐚𝐫𝐝 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭𝐥𝐲 Be prepared. From day one, have paperwork, equipment, and training ready. Help new hires hit the ground running. 𝟗. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 Invest in professional development. Create a positive work culture. Recognize achievements to keep your team motivated. Want more details? Click the link in the comments⬇️

Top talent isn’t leaving because of your compensation package. I used to think we'd win every time if we offered competitive salaries. Nope. Startups fall flat when their culture story doesn’t match what candidates see. You say you’re a collaborative, tight-knit team? They show up, and it’s chaos. Candidates catch that disconnect faster than you think. Startups are built on being quick and nimble, right? But when it comes to hiring, I’ve seen the process crawl like it’s stuck in molasses. Top talent doesn’t wait. Slow decisions read like uncertainty, and in a high-stakes environment, that’s a killer. And let’s talk interviews. Too many startups throw together interviews on the fly, no structure, no strategy. Candidates can tell when you’re making it up as you go, and it screams, “We’re not ready for you.” If you want to land the best, don’t just offer a juicy paycheck. Act like the place they can’t wait to join. Move fast and make decisions like you mean it. No one wants to join a team that drags its feet. And for the love of all things startup, nail your interview process. Make it structured, make it sharp, and make it worth their time.

How do I hire as a solopreneur? It's simple... Once you've found the right person. But finding the right person takes: ✨Time: trying to find them and then interviews ✨Energy: focusing on hiring instead of making money ✨Mental space: having to make a big decision about who will be your first hire This is why I am setting up a 2nd service to connect YOU to the best hire for your business immediately, without any faff or hassle. But, if you're currently hiring, here's my strategic tips to make the process easier: ➡️ Hire a student intern: Student interns require more time to onboard, but they provide a unique perspective, are usually tech savvy, are flexible, and full of great ideas. Plus, there's opportunities for funding through university partnerships with local councils. Try Handshake or post on LinkedIn to hire. ➡️ Focus on 1 key area you need to focus on and will get you the best ROI: This could be video content, blogs, copywriting, administration. The better you understand where you need help, the easier it will be to relay this to your new hire. ➡️ Don't just hire on skill: Skillset is 100% important when hiring, but personality is equally crucial. You have to work with this person 8 hours, 5 days a week usually. Make sure they're someone you feel you can trust to bounce off ideas with. It will make work that much more enjoyable. ➡️ Understand if you can hire remotely: Hiring a remote worker is significantly different to in-person. Make sure you have an understanding of where, when, and how your employee will need support. Is it tech, 1-1 meetings, phone calls? Don't leave them in the dust. ➡️ Don't drag out the process: Hiring can be a drawn-out process if you think too deeply about it. Post the job offer, narrow down to around 5-10 people for 20-30 min interviews, and then CHOOSE. You should feel excited for this! Building a team of experts and support around is fun, and will help you grow your business. ------------------------------------- Tag the person who you hired who deserves recognition! And follow The Pocket Strategist™ for the release of my new business service coming in September 2024! #hiring #delegate #outsource #strategytips

Most companies make hiring easy, but we do the opposite. We make it really hard for people to join Clicks Talent. When we post a job opening, we get 100+ applications within 1-2 hours. But numbers don't matter. What matters is finding people who are passionate about the job, not someone just coming to collect a paycheck. That’s why we filter candidates differently. We give them simple tasks— Like making a presentation on how they'd pitch to a client… …even for roles that have nothing to do with client pitching. Why? We're a growing startup. Sometimes you *need* someone versatile enough to handle something completely outside their role. So the only response that works is: "Absolutely, I'll figure out how to get it done”... …and not “Oh no, sorry, I can’t do that.” In addition to tasks, we ask for video responses to a couple of questions. We need to see real communication skills at work, because our industry runs on personal interactions. Recently, a candidate made endless issues about sending in a video. We simply said, "Thank you, have a nice day." That's all we needed to know. Our application process might seem complicated... …but it works very, very well. Try it, and you’ll see exactly who's ready to solve problems.

Happy Monday! Hiring for potential is key in Tech... As technology advances, the most successful companies know it’s not just about finding someone who checks every box. At OP Technology, we focus on hiring for potential as much as current skills and this is something we encourage our clients to do.. In today’s dynamic tech landscape, adaptability, a growth mindset, and passion are what set apart the tech talent who can drive real innovation. We help clients look beyond the resume to see the value that future-focused candidates bring to their teams. Our goal is simple: connect companies with people who not only fit their needs today but are also ready to tackle tomorrow’s challenges 🤝 #OPTechnology #HireForPotential